Organizational & Cultural Context (MyndBridge)

MyndBridge exists to close opportunity gaps by building clear, structured pathways from instability to prosperity. Our work is rooted in the belief that systems should work for people—not against them—and that accountability, dignity, and compassion are not competing values, but complementary ones.

The Workforce Development Director is expected to lead with:

• Human-centered discipline
• Clarity over chaos
• Standards without rigidity
• Accountability without punishment

This role is not only about compliance and performance—it is about building trust in systems, for staff, partners, and participants alike.

Position Summary

The Workforce Development Director (WDD) serves as the strategic and operational lead of the Workforce Development Command Center (WDCC)—the centralized body that governs, supports, and holds accountable all workforce development activity across MyndBridge-supported sites.

The WDD ensures that every workforce program operates within a shared framework of standards, data integrity, and outcome accountability, while remaining responsive to the lived realities of participants and frontline staff. This role bridges policy and practice, contracts and people, and metrics and meaning.

The WDD is responsible for ensuring that MyndBridge’s workforce ecosystem is:

• Compliant
• Cohesive
• Scalable
• Trauma-informed
• Outcomes-driven

Core Responsibilities

1. WDCC Leadership & Stewardship

• Lead the Workforce Development Command Center as a service-oriented governance body, not a detached compliance unit.
• Establish and maintain clear, documented SOPs that promote consistency while reducing staff burden.
• Serve as the point of clarity and escalation, ensuring staff and sites understand expectations and supports.
• Model MyndBridge leadership values: calm, prepared, accountable, and solutions-focused.

2. Grant Accountability with Human-Centered Execution

• Maintain ownership of grant deliverables and performance accountability across all workforce funding streams (e.g., WIOA, state, county, private).
• Translate grant requirements into plain-language operational guidance for sites and staff.
• Ensure reporting and documentation standards are met without compromising participant dignity or access.
• Partner with the Operations Hub to support fiscal compliance, audits, and reimbursement processes.
• Proactively identify risks and implement corrective actions in a supportive, non-punitive manner.

3. Performance Management that Supports Growth

• Define and oversee workforce KPIs that reflect both funder requirements and participant progress, including:
• • Enrollment and persistence
  • Credential attainment
  • Job placement and wage progression
  • Case management engagement
• Use Salesforce and related systems to monitor trends and performance in real time.
• Facilitate monthly performance reviews focused on learning, improvement, and shared accountability.
• Ensure metrics are used to inform decisions, not just satisfy reports.

4. Systems, Data & Operational Integrity

• Act as the business owner for workforce data systems and workflows.
• Ensure systems are designed to:
• • Reduce duplication
  • Support frontline staff
  • Improve data accuracy
• Maintain high standards of data integrity while acknowledging capacity realities at the site level.
• Oversee internal and external reporting with an emphasis on clarity, accuracy, and timeliness.

5. Site Partnership & Accountability

• Support training sites as partners in execution, not merely compliance entities.
• Set clear expectations for:
• • Case management practices
  • Documentation standards
  • Data submission timelines
• Provide structured technical assistance and capacity-building support.
• Hold sites accountable through transparent benchmarks and documented follow-up.

6. Staff Leadership & Capacity Building

• Directly supervise WDCC staff with an emphasis on role clarity, workload sustainability, and professional growth.
• Provide functional guidance to site-based case managers to ensure consistent participant experience.
• Lead onboarding and training related to systems, compliance, and MyndBridge workforce philosophy.
• Foster a culture where staff feel supported, informed, and responsible.

7. Strategy, Sustainability & System Evolution

• Partner with executive leadership on workforce strategy, growth, and funding diversification.
• Support grant development by contributing data, narratives, and system design insights.
• Continuously assess opportunities to streamline operations and improve scalability.
• Serve as a steward of institutional knowledge and system maturity.

Required Qualifications

• Bachelor’s degree in a related field (Master’s preferred).
• 5–7 years of workforce development or human services leadership experience.
• Experience overseeing multi-site or multi-program operations.
• Working knowledge of WIOA and public-sector workforce compliance.
• Demonstrated ability to translate complex requirements into workable systems.
• Strong judgment, emotional intelligence, and systems thinking.

Preferred Qualifications

• Experience in centralized or hub-and-spoke governance models.
• Salesforce or workforce CRM experience.
• Experience working with populations facing structural barriers to employment.
• Audit, monitoring, or compliance review experience.